Career websites are leaking top talent! Did you know that only 1 out of 10 candidates take the time to apply? 90% are turned away by the long application process, impersonal experience, or simply because they don’t see a job opening that’s right for them. But what if you could capture those passive candidates? By transforming your career website into an active and engaging talent community, you’ll build a pipeline of your future workforce, nurture relationships overtime, and so

Ascendify welcomes two new members to its leadership team, Jon Bennett as Vice President of Enterprise Sales and Jason Ball as Director of Engineering. So, how did Ascendify, an emerging technology company, competing against the alluring cultures of Google, Facebook and Twitter, land top enterprise sales and engineering talent in Silicon Valley? By applying the same principles of social recruiting it offers to its enterprise clients through its award-winning talent acquisition platform. Jon Benn

When is a talent community the right recruiting strategy? Sorry, the live webinar has concluded. But check out the recording!  Talent community visionary, Marvin Smith of Lockheed Martin, partnered with Ascendify to share his thoughts on talent communities, and the benefits of building a talent pipeline to engage your future workforce.  You’ll learn: Best practices for transforming your career website into a talent community Tips for making employee referrals your best source of hires How

Every company, no matter the size, wants to hire great people while spending less time and money. This isn’t a controversial statement, since most companies would agree their hiring process could use a diet and a makeover. Perhaps now is the best time to make streamlining your recruitment process a top resolution. Looking critically at your recruitment process might be just what you need to save time and money in the new year. Despite living in an analytics-obsessed universe, many companies just

Just how cost-effective and time-saving is your hiring process? These common mistakes can set companies back thousands (or millions!) of dollars every year. Worst of all, big mistakes in your hiring process mean you’re probably missing out on the talent you desperately need in your organization. In fact, a recent survey from ACT Bridge found that 56 percent of U.S. employers don’t even measure the return they’re getting on talent investments. While most companies focus on the bottom line and loo

Summary: At its essence, a Talent Community Manager must manage & grow the community, as well as act as an employment brand evangelist & community advocate.  Ideal Candidate: Someone currently in the recruiting function with a marketing background – they are social media savvy and available to respond to questions in real time, keep conversations alive, and put out fires. This person has the skills and depth to handle delicate social situations in a live community.  Qualifications

In every recruiting process, metrics are key. And the most measured are time and cost. But have you considered the most important business metric of all, top-line revenue? You only need to evaluate some of these critical stats to understand why accelerating top-line revenue is one of the only metrics with which senior executives are concerned. First, let’s look at time-to-hire. On average, it takes about 43 days to fill an open job. This means your critical positions are sitting empty for over a

Take a look at the latest trends for social media and talent communities, offered by five experts in technology: Building talent communities through social media More and more of our customers are looking to leverage the power of social media to distribute their jobs directly from their applicant tracking systems to social platforms like Facebook and Twitter. In 2013, I expect this distribution of careers and job content to continue – and for employers to begin to spread their brand and culture

HR technology is evolving rapidly, with huge advancements in social, cloud, and mobile solutions this year. We’re excited for what 2013 will bring and how the latest technology will transform the way hiring managers, recruiters, and candidates engage with each other in the hiring process. Jobvite for applicant tracking: Jobvite does not look and feel like your typical enterprise ATS. The design of its user interface is inspired by social networks, so it’s familiar, easy to use, and intuitive. Pl

In looking ahead to 2013, as talent communities gain in popularity, we are predicting a social renaissance of the corporate career website. This is a direct result of the social enterprise’s need to connect with top talent on the candidate’s terms. The best talent expects a certain level of respect, transparency and ease as they engage with potential employers and make critical career decisions. Only those employers that deliver an outstanding candidate experience at the career website will win